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Post-Traumatic Stress Disorder (PTSD) affects many healthcare providers who worked during the COVID-19 pandemic. Identifying the symptoms, precipitating factors, and available treatments is essential to mitigate long term effects on personal, patient, and organizational outcomes. PTSD may lead to chronic health conditions, poor patient care, and contribute to the nursing shortage. The purpose of this article is to discuss PTSD and its factors, identify tools to improve nurses’ resilience, and discuss administrative strategies for creating a healthy workplace during times of pandemic stress.

BACKGROUND: Like other facilities nationwide, our healthcare system is dealing with a shortage of infection preventionists (IP) especially with the surges and threats of emerging infectious diseases like Mpox, Ebola, and COVID-19. Most facilities follow the traditional Monday-to-Friday schedule, but to prevent burnout and improve retention of staff, it is essential for us to consider innovative methods such as alternative work schedules (AWS) and hybrid work models.
METHODS: There were several options for AWS, such as “four 10’s” or “5/4/9”, so it was important to be aware of the advantages and disadvantages in order to select one that would accommodate most of the staff. Implementation was the most extensive step, especially when trying to identify critical IP responsibilities and establishing appropriate cross-coverage for hospitals where there was only one IP assigned. Collaboration with the IP team, executive leadership, and human resources made it possible to achieve. RESULTS: The majority of the IPs in our system switched to an AWS, primarily the 5/4/9 format, and managed to fit in a work-from-home day every other week as well. There were concerns with coverage, but by utilizing a time management system, shared calendar tool, and paging system, we were able to organize the schedule to ensure each hospital was supported. Productivity was measured with the number of tracers, rounds, and special projects completed. CONCLUSIONS: Throughout the past few years, we have worked on improving the culture of our team which provided the perfect environment to trial an AWS. Implementation involves reassessment of priorities, structured cross-coverage, and transparency of challenges and opportunities. Ultimately, the benefits of a better work-life balance, increased productivity, and boosted morale outweighed the slightly longer work day.

OBJECTIVE: To conduct an integrative review of existing literature evaluating burnout and stress to identify reliable, valid, psychometrically sound survey instruments that are frequently used in published studies and to provide best practices in conducting burnout and stress research within academic pharmacy. FINDINGS: We reviewed 491 articles and found 11 validated reliable surveys to be most frequently cited in the literature that can be used in future burnout and stress research. We also noted frequent misunderstandings and misuse of burnout and stress terminology along with inappropriate measurement. Additionally, we identified a variety of useful websites during the review. Lastly, we identified a relative dearth of published research evaluating organizational solutions to burnout and stress beyond personal factors, i.e., resilience. SUMMARY: Burnout and stress among student pharmacists, faculty, and staff is an important research area that necessitates more robust, rigorous evaluation using validated reliable surveys with appropriate con-textualization within psychological frameworks and theory. Future research evaluating organizational-level attempts to remedy sources of burnout and stress is also needed.

With increasing societal awareness about the adverse impacts of poor mental health on individual and community well-being, there has been a proliferation of scholarship on the need for criminal justice practices that are informed by evidence-based behavioral health. The primary focus of this work examines the need for incorporating evidence-based practices in law enforcement responses to vulnerable groups, such as individuals experiencing mental illness or substance use disorders. A lesser focus of the literature has examined the effects of poor behavioral health among criminal justice workers themselves—despite an increased concern to address such issues, both to protect the health and wellbeing of workers as well as the performance and functioning of agencies.

Using a systematic review and meta-analysis, this study investigates the impact of the COVID-19 pandemic on job burnout among nurses. We review healthcare articles following the PRISMA 2020 guidelines and identify the main aspects and factors of burnout among nurses during the pandemic. Using the Maslach Burnout questionnaire, we searched PubMed, ScienceDirect, and Google Scholar, three open-access databases, for relevant sources measuring emotional burnout, personal failure, and nurse depersonalization. Two reviewers extract and screen data from the sources and evaluate the risk of bias. The analysis reveals that 2.75% of nurses experienced job burnout during the pandemic, with a 95% confidence interval and rates varying from 1.87% to 7.75%. These findings emphasize the need for interventions to address the pandemic's effect on job burnout among nurses and enhance their well-being and healthcare quality. We recommend considering individual, organizational, and contextual factors influencing healthcare workers' burnout. Future research should focus on identifying effective interventions to lower burnout in nurses and other healthcare professionals during pandemics and high-stress situations.

BACKGROUND: The prevalence of burnout and depression among abdominal transplant surgeons has been well described. However, the incidence of early-career transplant surgeons leaving the field is unknown. The objective of this study was to quantify the incidence of attrition among early-career abdominal transplant surgeons. METHODS: A custom database from the Organ Procurement and Transplantation Network with encrypted surgeon-specific identifiers was queried for transplant surgeons who entered the field between 2008 and 2019. Surgeons who experienced attrition, defined as not completing a subsequent transplant after a minimum of 5, were identified. Surgeon-specific case volumes, case mix, and recipient outcomes were modeled to describe their association with attrition. RESULTS: Between 2008 and 2018, 496 abdominal transplant surgeons entered the field and performed 76,465 transplant procedures. A total of 24.4% (n = 121) experienced attrition, with a median time to attrition of 2.75 years. Attrition surgeons completed fewer kidney (7 vs 21, P < .01), pancreas (0.52 vs 1.43, P < .01), and liver transplants (1 vs 4, P < .01) in their first year of practice. Attrition surgeons completed a smaller proportion of their transplant center’s volume (9% vs 18%, P < .01) and were less likely to participate in pediatric transplants (26.5% vs 52.5%, P < .01) and living donor kidney transplants (64.5% vs 84.5%, P < .01). On multivariable analysis, performing fewer kidney (odds ratio: 0.98, 95% confidence interval: 0.98–0.99) and liver transplants (odds ratio: 0.98, 95% confidence interval: 0.97–0.98) by year 5 and completing a smaller proportion of their centers’ volume (odds ratio: 0.96, 95% confidence interval: 0.94–0.98) were associated with attrition. Furthermore, attrition surgeons had worse allograft and patient survival for liver transplant recipients (both log-rank P < .01). CONCLUSION: This investigation was the first to quantify the high incidence of attrition experienced by early-career abdominal transplant surgeons and its association with surgeon-specific case volumes, case mix, and worse recipient outcomes. These findings suggested the abdominal transplant workforce is struggling to retain their fellowship-trained surgeons.

It is well-established that medical students and practicing physicians alike continue to suffer from extreme burnout, despite growing efforts to attend more closely to wellness. This often takes the form of mindfulness practices, community activities, transparency around work expectations, mentor and support groups, and the like. However, less attention is paid to how efforts towards inclusive learning experiences can themselves support wellness. This chapter will explore how to build a truly inclusive and justice-oriented environment in the service of student wellness by looking at three key moments of the medical education journey, exploring where things often go awry, and offering possible solutions to enhance them. Specifically, the cases will leverage the didactic experience as a student, clinical encounters as a resident, and physician educator encounters with colleagues to illustrate how enhancing inclusive dialogue, environments, and practices in these spaces can also support practitioner wellness.

Health care professionals are chronically overworked due to structural workplace demands and institutional challenges. During the COVID-19 pandemic, US biomedical health care professionals experienced additional environmental strain. Health care professionals who occupy socio-politically minoritized identities are more likely to report symptoms of distress and workplace overburden than their counterparts. While minority stress and identity formation theories explain the relationship between socially constructed identity and environmental strain, these theories remain largely unexplored in LGBTQ+ health care professional populations. Furthermore, contemporary investigations into health care professional burnout and mental distress fail to include differential impacts of identity-based stress, particularly within LGBTQ+ groups. This paper proposes a theoretical explanation for differential stress experiences by health care professionals and calls for research to investigate identity congruence as a key aspect of professionalization in medical schools. Health professions researchers need to attend to identity-based stress models to address discriminatory experiences with burnout and mental distress.

BACKGROUND: Healthcare workers can suffer from work‐related stress as a result of an imbalance of demands, skills and social support at work. This may lead to stress, burnout and psychosomatic problems, and deterioration of service provision. This is an update of a Cochrane Review that was last updated in 2015, which has been split into this review and a review on organisational‐level interventions. OBJECTIVES: To evaluate the effectiveness of stress‐reduction interventions targeting individual healthcare workers compared to no intervention, wait list, placebo, no stress‐reduction intervention or another type of stress‐reduction intervention in reducing stress symptoms. SEARCH METHODS: We used the previous version of the review as one source of studies (search date: November 2013). We searched the Cochrane Central Register of Controlled Trials (CENTRAL), MEDLINE, Embase, PsycINFO, CINAHL, Web of Science and a trials register from 2013 up to February 2022. SELECTION CRITERIA: We included randomised controlled trials (RCT) evaluating the effectiveness of stress interventions directed at healthcare workers. We included only interventions targeted at individual healthcare workers aimed at reducing stress symptoms. DATA COLLECTION AND ANALYSIS: Review authors independently selected trials for inclusion, assessed risk of bias and extracted data. We used standard methodological procedures expected by Cochrane. We categorised interventions into ones that: 1. focus one’s attention on the (modification of the) experience of stress (thoughts, feelings, behaviour); 2. focus one’s attention away from the experience of stress by various means of psychological disengagement (e.g. relaxing, exercise); 3. alter work‐related risk factors on an individual level; and ones that 4. combine two or more of the above. The crucial outcome measure was stress symptoms measured with various self‐reported questionnaires such as the Maslach Burnout Inventory (MBI), measured at short term (up to and including three months after the intervention ended), medium term (> 3 to 12 months after the intervention ended), and long term follow‐up (> 12 months after the intervention ended). MAIN RESULTS: This is the second update of the original Cochrane Review published in 2006, Issue 4. This review update includes 89 new studies, bringing the total number of studies in the current review to 117 with a total of 11,119 participants randomised. The number of participants per study arm was ≥ 50 in 32 studies. The most important risk of bias was the lack of blinding of participants. Focus on the experience of stress versus no intervention/wait list/placebo/no stress‐reduction intervention - Fifty‐two studies studied an intervention in which one's focus is on the experience of stress. Overall, such interventions may result in a reduction in stress symptoms in the short term (standardised mean difference (SMD) ‐0.37, 95% confidence interval (CI) ‐0.52 to ‐0.23; 41 RCTs; 3645 participants; low‐certainty evidence) and medium term (SMD ‐0.43, 95% CI ‐0.71 to ‐0.14; 19 RCTs; 1851 participants; low‐certainty evidence). The SMD of the short‐term result translates back to 4.6 points fewer on the MBI‐emotional exhaustion scale (MBI‐EE, a scale from 0 to 54). The evidence is very uncertain (one RCT; 68 participants, very low‐certainty evidence) about the long‐term effect on stress symptoms of focusing one's attention on the experience of stress. Focus away from the experience of stress versus no intervention/wait list/placebo/no stress‐reduction intervention - Forty‐two studies studied an intervention in which one's focus is away from the experience of stress. Overall, such interventions may result in a reduction in stress symptoms in the short term (SMD ‐0.55, 95 CI ‐0.70 to ‐0.40; 35 RCTs; 2366 participants; low‐certainty evidence) and medium term (SMD ‐0.41 95% CI ‐0.79 to ‐0.03; 6 RCTs; 427 participants; low‐certainty evidence). The SMD on the short term translates back to 6.8 fewer points on the MBI‐EE. No studies reported the long‐term effect. Focus on work‐related, individual‐level factors versus no intervention/no stress‐reduction intervention - Seven studies studied an intervention in which the focus is on altering work‐related factors. The evidence is very uncertain about the short‐term effects (no pooled effect estimate; three RCTs; 87 participants; very low‐certainty evidence) and medium‐term effects and long‐term effects (no pooled effect estimate; two RCTs; 152 participants, and one RCT; 161 participants, very low‐certainty evidence) of this type of stress management intervention. A combination of individual‐level interventions versus no intervention/wait list/no stress‐reduction intervention - Seventeen studies studied a combination of interventions. In the short‐term, this type of intervention may result in a reduction in stress symptoms (SMD ‐0.67 95%, CI ‐0.95 to ‐0.39; 15 RCTs; 1003 participants; low‐certainty evidence). The SMD translates back to 8.2 fewer points on the MBI‐EE. On the medium term, a combination of individual‐level interventions may result in a reduction in stress symptoms, but the evidence does not exclude no effect (SMD ‐0.48, 95% CI ‐0.95 to 0.00; 6 RCTs; 574 participants; low‐certainty evidence). The evidence is very uncertain about the long term effects of a combination of interventions on stress symptoms (one RCT, 88 participants; very low‐certainty evidence). Focus on stress versus other intervention type Three studies compared focusing on stress versus focusing away from stress and one study a combination of interventions versus focusing on stress. The evidence is very uncertain about which type of intervention is better or if their effect is similar. AUTHORS' CONCLUSIONS: Our review shows that there may be an effect on stress reduction in healthcare workers from individual‐level stress interventions, whether they focus one's attention on or away from the experience of stress. This effect may last up to a year after the end of the intervention. A combination of interventions may be beneficial as well, at least in the short term. Long‐term effects of individual‐level stress management interventions remain unknown. The same applies for interventions on (individual‐level) work‐related risk factors. The bias assessment of the studies in this review showed the need for methodologically better‐designed and executed studies, as nearly all studies suffered from poor reporting of the randomisation procedures, lack of blinding of participants and lack of trial registration. Better‐designed trials with larger sample sizes are required to increase the certainty of the evidence. Last, there is a need for more studies on interventions which focus on work‐related risk factors.

[This is an excerpt.] “Where are you really from?” When I tell patients I am from Casper, Wyoming—where I have lived the majority of my life—it’s met with disbelief. The subtext: YOU can’t be from THERE. I didn’t used to think much of comments like this, but as I have continued to hear them, I find myself feeling tired—tired of explaining myself, tired of being treated differently than my colleagues, and tired of justifying myself. My experiences as a woman of color sadly are not uncommon in medicine. [To read more, click View Resource.]

Team-based care has become a cornerstone of care delivery to meet the demands of high-quality patient care. Yet, there is a lack of valid and reliable instruments to measure the effectiveness of co-management between clinician dyads, particularly physicians and registered nurses (RNs). The purpose of this study was to adapt an existing instrument, Provider Co-Management Index (PCMI), previously used among primary care providers into a new version to scale RN-physician co-management (called PCMI-RN). We also aimed to explore preliminary associations between RN-physician co-management and burnout, job satisfaction, and intention to leave current job. Face, cognitive, and content validity testing, using mixed methods approaches, were preceded by initial pilot testing (n = 122 physicians and nurses) in an acute care facility. The internal consistency reliability (alpha =.83) was high. One-quarter of participants reported burnout, 27% were dissatisfied with their job, and 20% reported intention to leave their job. There was a weak significant correlation between comanagement and burnout (p = .010), and co-management and job satisfaction (p = .009), but not intention to leave current position. Construct validity testing is recommended. Future research using PCMI-RN may help to isolate factors that support or inhibit effective physician-nurse co-management.

An emerging area of interest is how institutional betrayal among nurses might lead to issues of nurse well-being, such as burnout and turnover. In this phenomenon, the organization, whether by explicit actions or the abstract ethos of the work environment, can become a contributing factor to psychological well-being. Within health care, the systemization and corporatization of medical services has contributed to a more institutional identity. Institutional actions that defy the expectation for safety and violate relationships between individual and institution are termed institutional betrayal. In any case or among any population of nurses, the key element of institutional betrayal is a violation of trust. If trust is lacking and the relationship with the organization is broken, then the person would feel a psychological weight or some sort of strain on their ethos that wears on their resilience. For nurses, this fractured relationship then makes patient care feel more like work than caring, which then cascades to burnout. In a system depleted of institutional trust, nurses might feel useless and wasted in the churn of the “system,” so they become depersonalized and bitter. Building back institutional trust becomes a pivotal way to counteract the trauma of betrayal. Rebuilding trust takes acts of courage. It is not easy for an organization or institution to admit it harmed people, and likely even more difficult as public relations and brand image become critical factors in health care business practices. But to admit these faults and take bold action is an act of institutional courage, one that can help heal the wounds experienced by nurses and larger society.

[This is an excerpt.] Nursing is currently at an important crossroads in our profession’s history. With the recent events of the pandemic, the critical nature of workforce burnout, and the diminishing number of nurses available for patients’ acuity and capacity, we as nurses find ourselves with a great opportunity to rethink and reimagine nursing and the environments in which we work. [To read more, click View Resource.]

PURPOSE: The issue of burnout has been identified as one of the most pressing challenges in organizational management, impacting the ability of an organization to succeed as well as employee productivity. In the healthcare industry, burnout is particularly prevalent. Burnout has received increasing attention from scholars, and different models have also been proposed to address this issue. However, burnout is on the rise in healthcare, especially in developing countries, indicating the need for more research on how to mitigate burnout. Research indicates that internal corporate social responsibility (ICSR) has a significant impact on employee behavior. However, little attention has been paid to exploring how ICSR might effectively reduce healthcare burnout. This study aims to investigate how ICSR and employee burnout are related in the healthcare sector of a developing country. In addition, we tested how subjective well-being and resilience mediate and moderate the effect of ICSR on employee burnout. METHODS: Data were collected from 402 healthcare employees working in different hospitals in Pakistan. In our study, we used a self-administered questionnaire as a data collection instrument. We have adapted the items in this survey from reliable and already published sources. Data collection was carried out in three waves. RESULTS: Hypotheses were evaluated using structural equation modeling (SEM). Software such as IBM-SPSS and AMOS were used for this purpose. ICSR significantly reduces healthcare employees’ burnout, according to the results of the structural analysis. The relationship between ICSR and burnout was also found to be mediated by subjective well-being, and resilience moderated the relationship between ICSR and subjective well-being. FINDINGS: In light of our findings, hospitals can take some important steps to resolve the problem of burnout. The study specifically stresses the importance of ICSR as a contextual organizational resource for preventing burnout among healthcare employees.

PURPOSE OF REVIEW: The study sought to assess the prevalence of physician burnout among interventional pain physicians in 2022. RECENT FINDINGS: Physician burnout is major psychosocial and occupational health issue. Prior to the coronavirus disease of 2019 (COVID-19) pandemic, over 60% of physicians reported emotional exhaustion and burnout. Physician burnout was reported to become more prevalent in multiple medical specialties during the COVID-19 pandemic. An 18-question survey was distributed electronically to all ASPN members (n = 7809) in the summer of 2022 to assess demographics, burnout characteristics (e.g., Have you felt burned out due to COVID?), and strategies to cope with burnout and stress (e.g., reached out for mental-health assistance). Members were able to complete the survey once and were unable to make changes to their responses once submitted. Descriptive statistics were used to assess the prevalence and severity of physician burnout within the ASPN community. Chi-square tests were used to examine differences in burnout by provider characteristics (age, gender, years practicing, and practice type) with p-values less than 0.05 indicating statistical significance. There were 7809 ASPN members that received the survey email, 164 of those members completed the survey, a response rate of 2.1%. The majority of respondents were male (74.1%, n = 120), 94% were attending physicians (n = 152), and 26% (n = 43) have been in practice for twenty years or longer. Most respondents expressed having experienced burnout during the COVID pandemic (73.5%, n = 119), 21.6% of the sample reported reduced hours and responsibilities during the pandemic, and 6.2% of surveyed physicians quit or retired due to burnout. Nearly half of responders reported negative impacts to their family and social lives as well as personal physical and mental health. A variety of negative (e.g., changes in diet, smoking/vaping) and positive coping strategies (e.g., exercise and training, spiritual enrichment) were employed in response to stress and burnout; 33.5% felt they should or had reached out for mental health assistance and suicidal ideations were expressed in 6.2% due to burnout. A high percentage of interventional pain physicians continue to experience mental symptoms that may lead to risk for significant issues going forward. Our findings should be interpreted with caution based on the low response rate. Evaluation of burnout should be incorporated into annual assessments given issues of survey fatigue and low survey response rates. Interventions and strategies to address burnout are warranted.

INTRODUCTION: Home visitor well-being is integral to delivering effective home visiting services and a core component of successful home visiting program implementation. While burnout (BO), compassion fatigue (CF), and compassion satisfaction (CS) have been studied extensively in physicians, nurses, and other health providers, little is known about the correlates of these phenomena in home visitors. METHODS: This cross-sectional study examined demographic characteristics (age, race, gender), health and personal experiences (anxiety, physical health, and adverse childhood experiences), and job-related factors (caseload, role certainty, job satisfaction) as correlates of BO, CF and CS among a sample of 75 home visitors employed across six MIECHV-funded agencies in New York State. Descriptive statistics were used to characterize our sample; linear regressions were employed to investigate correlates with outcomes of interest. RESULTS: Anxiety was significantly and positively associated with BO (??=?2.5, p?

IMPORTANCE: Emergency medicine (EM) physicians experience tremendous emotional health strain, which has been exacerbated during COVID-19, and many have taken to social media to express themselves. OBJECTIVE: To analyze social media content from academic EM physicians and resident physicians to investigate changes in content and language as indicators of their emotional well-being. DESIGN, SETTING, AND PARTICIPANTS: This cross-sectional study used machine learning and natural language processing of Twitter posts from self-described academic EM physicians and resident physicians between March 2018 and March 2022. Participants included academic EM physicians and resident physicians with publicly accessible posts (at least 300 total words across the posts) from the US counties with the top 10 COVID-19 case burdens. Data analysis was performed from June to September 2022. EXPOSURE: Being an EM physician or resident physician who posted on Twitter. MAIN OUTCOMES AND MEASURES: Social media content themes during the prepandemic period, during the pandemic, and across the phases of the pandemic were analyzed. Psychological constructs evaluated included anxiety, anger, depression, and loneliness. Positive and negative language sentiment within posts was measured. RESULTS: This study identified 471 physicians with a total of 198 867 posts (mean [SD], 11 403 [18 998] words across posts; median [IQR], 3445 [1100-11 591] words across posts). The top 5 prepandemic themes included free open-access medical education (Cohen d, 0.44; 95% CI, 0.38-0.50), residency education (Cohen d, 0.43; 95% CI, 0.37-0.49), gun violence (Cohen d, 0.37; 95% CI, 0.32-0.44), quality improvement in health care (Cohen d, 0.33; 95% CI, 0.27-0.39), and professional resident associations (Cohen d, 0.33; 95% CI, 0.27-0.39). During the pandemic, themes were significantly related to healthy behaviors during COVID-19 (Cohen d, 0.83; 95% CI, 0.77-0.90), pandemic response (Cohen d, 0.71; 95% CI, 0.65-0.77), vaccines and vaccination (Cohen d, 0.60; 95% CI, 0.53-0.66), unstable housing and homelessness (Cohen d, 0.40; 95% CI, 0.34-0.47), and emotional support for others (Cohen d, 0.40; 95% CI, 0.34-0.46). Across the phases of the pandemic, thematic content within social media posts changed significantly. Compared with the prepandemic period, there was significantly less positive, and concordantly more negative, language used during COVID-19. Estimates of loneliness, anxiety, anger, and depression also increased significantly during COVID-19. CONCLUSIONS AND RELEVANCE: In this cross-sectional study, key thematic shifts and increases in language related to anxiety, anger, depression, and loneliness were identified in the content posted on social media by academic EM physicians and resident physicians during the pandemic. Social media may provide a real-time and evolving landscape to evaluate thematic content and linguistics related to emotions and sentiment for health care workers.

Artificial intelligence (AI) is here to stay and will change health care as we know it. The availability of big data and the increasing numbers of AI algorithms approved by the US Food and Drug Administration together will help in improving the quality of care for patients and in overcoming human fatigue barriers. In oncology practice, patients and providers rely on the interpretation of radiologists when making clinical decisions; however, there is considerable variability among readers, and in particular for prostate imaging. AI represents an emerging solution to this problem, for which it can provide a much-needed form of standardization. The diagnostic performance of AI alone in comparison to a combination of an AI framework and radiologist assessment for evaluation of prostate imaging has yet to be explored. Here, we compare the performance of radiologists alone versus a combination of radiologists aided by a modern computer-aided diagnosis (CAD) AI system. We show that the radiologist-CAD combination demonstrates superior sensitivity and specificity in comparison to both radiologists alone and AI alone. Our findings demonstrate that a radiologist + AI combination could perform best for detection of prostate cancer lesions. A hybrid technology-human system could leverage the benefits of AI in improving radiologist performance while also reducing physician workload, minimizing burnout, and enhancing the quality of patient care. PATIENT SUMMARY: Our report demonstrates the potential of artificial intelligence (AI) for improving the interpretation of prostate scans. A combination of AI and evaluation by a radiologist has the best performance in determining the severity of prostate cancer. A hybrid system that uses both AI and radiologists could maximize the quality of care for patients while reducing physician workload and burnout.

[This is an excerpt.] Mentor relationships are a vital component to a professional career and are intended to promote personal growth and develop the best version of yourself. Many students develop these relationships prior to pharmacy school, and they continue for years. Mentor relationships are easy to cultivate and occur at all levels; upper classmen mentoring first year pharmacy students, residents mentoring externs, PGY2 residents mentoring PGY1 residents, and so on and so forth. Good mentor–mentee relationships tend to be organic and typically don’t require extensive preparation or research. So, is it normal as a mentor to feel burnout after years of these relationships? If these conversations are built upon 2 people sharing opinions, advise, experiences, and knowledge, why as a mentor do I feel burnout? [To read more, click View Resource.]

BACKGROUND: Nursing shortages have been an issue for decades; however, shortages have been on the rise in recent years. The COVID-19 pandemic only exacerbated the issue and brought to light many of the challenges that nurses are facing in the workforce. A common theme has been overworked nurses that are now experiencing burnout, which is causing them to take a break from nursing or leave the field permanently. OBJECTIVE: The aim of this research study is to understand if a lack of adequate breaks is causing a decrease in job satisfaction among nurses. METHODS: A quality improvement research study was conducted over 8 weeks and included 17 registered nurses. A 10-question survey was distributed via SurveyMonkey. DATA ANALYSIS: Microsoft Excel Data Analysis program and SurveyMonkey Analysis program were used for data analysis to quantify responses. RESULTS: Over 50% of the nurses surveyed do not have mandatory breaks during their 12-hour shifts. 94% of nurses are feeling some degree of burn out at their current jobs, with 76% of those nurses either contemplating leaving or undecided if they will leave. CONCLUSION: The survey was able to identify that most nurses working 12-hour shifts in an acute care setting do not get adequate breaks. The cause of the lack of breaks was not studied; however, it showed that almost all the nurses surveyed were feeling burned out and a little more than half are contemplating leaving their jobs. There was a significant amount that said receiving mandatory breaks during their shift would improve the burn out they are facing.